Recruitment big data: #1 trends from LinkedIn

Have you ever considered the macro data that LinkedIn can provide? Well, imagine this: every time someone changes their job title from one company to another – that can be tracked. As soon as you endorse a skill of a colleague, it is noted by the database. When someone graduates from university and joins a company – there’s a track from that specific university to that specific company. There’s no doubt that LinkedIn is a deep, never-ending source of data and now you have a chance to get insight into some of the current trends.  

Meet Jessica Hedlund, Nordic Enterprise Sales Manager at LinkedIn, and one of our speakers at Employer Branding Summit 2022. She works with LinkedIn’s biggest enterprise clients and their ability to attract retain and develop their number one asset: the talents.

LinkedIn is very cautious about the personal integrity of the individual, but the big data can be of great use on a macro level. Connected to that, what are the biggest trends right now within employer branding and recruitment? Let’s ask the expert!

Q&A time with Jessica Hedlund

What shifting trends do you see in relation to the great reshuffle?

Due to the pandemic, there has been such a big shift in people’s priorities, on an individual level but also, the view of the world has completely changed. We can’t move around in the world as easy as before, and work location is more floating.

For a talent today, it needs to be worth it. The equation of working hard and what they actually get back from the employer needs to resonate. And based on that, flexibility is key.

What kind of factors is key when you develop a company culture today?

There are so many definitions of company culture, but let’s talk about it like the personality of your company. So, we’ve mentioned that the talents and their priorities have changed, but the companies have changed too with new business models, workplace planning and values. Culture is an important area, and companies probably need to test and evaluate if their culture is still valid, in terms of what the employees want. For example, at LinkedIn, we are reinventing our culture due to this. We felt we needed to adapt to fulfil this hybrid working model, the resulting focus and, question of the day, how you create that feeling of belonging in a company when potentially everyone is working remotely.

It is hot, hot, hot to reskill and upskill: what are the trending skills that you see right now on the LinkedIn platform

Overall, the trending skills are self-management, active learning, resilience, stress tolerance, and analysis. On top of that, based on LinkedIn learning data we can see that all skills have been growing. For example, within the IT Services the courses and skills in Block Chain, Crypto Currency and programming are the most growing digital skills.

Looking at the competition out there, what trends do you see on job postings now?

First of all, many people are looking around the labour market due to the great reshuffle. People are viewing job ads twice as much as before, and companies getting much more views on each job post. The highest demand job being posted right now is Market Analyst, with growing demand during the last years. The second most in-demand job is a profession called Phlebotomist – a health care professional who draws blood from patients and takes care of blood samples. All tech roles and sales are in high demand as well.